Evaluation Letter
JOB PERFORMANCE EVALUATION FORM
EXEMPT POSITIONS
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations, and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. Performance Factors (use job description as basis of this evaluation).
|Administration - Measures effectiveness in planning, organizing and efficiently handling |Outstanding | |
|activities and eliminating unnecessary activities | | |
| |Exceeds Expectations | |
| |Meets Expectations | |
| |Below Expectations | |
|
EXEMPT POSITIONS
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations, and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. Performance Factors (use job description as basis of this evaluation).
|Administration - Measures effectiveness in planning, organizing and efficiently handling |Outstanding | |
|activities and eliminating unnecessary activities | | |
| |Exceeds Expectations | |
| |Meets Expectations | |
| |Below Expectations | |
|